I often get asked these questions in my business strategy session: “How can I find a perfect salesperson to join my team?”

If you have this question, this article is for you. So, please enjoy.

At What Point In My Business Do I Have to Hire a Salesperson?

Recall when you first started your business, you take your product or service with a view to making it as perfect as possible by, for example, meeting your customers’ needs, making it easy to use, or delivering value to your customers).

At some point, you will end up with “SOMETHING” that would make your competitors green with envy.

And more and more customers have come to take your solution so that they can get the results you promise to deliver and they don’t need to spend time and effort to build their own solutions. They would likely stick to you for the longer term and ask you “what’s next?”

Now, your business is growing.

You begin to have a taste of “success”.

And this would likely be the time when you start asking the question “How can I reach out to more potential customers?”

The solution is “I have to increase my workforce.”

Your Venture to Hire Your First Salesperson

In any case, no matter whether you are hiring your first salesperson, or just adding a new salesperson to your existing sales team, it’s important to know how to spot a successful salesperson.

You need to understand what makes a good salesperson and attract the right talent to join your team and scale success.

If you can resonate with what I said above, please carry on reading.

I know it can be difficult to see through charisma and well-rehearsed interview tactics. What I do know is that the best salespeople have certain traits that can’t be missed.

To help you improve your success rate in hiring the perfect salesperson, I have identified the following steps to equip you with the right tools for your consideration.

And all good wishes when you make a decision to implement these steps…

Step 1 – Identify the specific needs for your new sales hire

Is that obvious?

My mentor, T Harv Eker, the author of the Secrets of Millionaire Mind: Mastering the Inner Game of Wealth, said “The number one reason most people don’t get what they want is that they don’t know what they want.”

In our context of hiring a salesperson, there is no difference from my experience.

Before you hire a new salesperson, you have to be clear about what your business requirements and needs are. If not, complete this step first.

Are you sure you really need to hire another salesperson?

Can you hire someone who can work within your current system in your business? [Note: I don’t believe any candidate is a good fit unless he is able to do so.]

What qualities do I look for when hiring another salesperson?

What are my retention strategies so that I can make this salesperson stay committed to producing a win-win-win for my business?

Step 2 – Write the Salesperson’s Job Description

The second step is to advertise.

But… when you want specific candidates, you have to specify what skills the candidates must have so that they can fulfill their roles as effectively as possible. As a bonus tip, list your company’s name and contact information to allow candidates to do research on your company before they apply for the role.

Which skills do you think a perfect salesperson should have?

Interestingly, HubSpot recommends the following key qualities that make a great salesman in order to get off on the right foot:

Ability to multi-task simultaneously
Persistence & patience
Honesty & integrity
Creativity or Resourcefulness
Ability to learn & grow through experience
Solid work ethic & motivation
Strong communication skills — verbal and written; good communicator (both internal and external)
Good judgment; ability to make good decisions quickly in a fast-moving, ever-changing environment
Ability to follow rules/policies and procedures. Conscientious about details.
Willingness to sacrifice personal time for business needs
Self-motivated; takes initiative and keeps busy without management intervention

Of course, I am not asking you to look for a salesperson with all of the above skills. Go back to my first question about figuring out what you want.

Identify 3 specific skills listed above you are looking for in an ideal candidate. Ensure these skills are mentioned in the job description.

Step 3 – Reach out to the right candidates

In your course of searching for the right candidates, you are not looking for anyone and everyone obviously.

It is important that you find the candidates who share your core values and have what it takes to be great salespersons. After all, you don’t want to spend time developing someone who isn’t going to get the job done.

Here is an important tip – expect that finding the right candidates is going to be difficult enough without starting off with the wrong people.

Some people are perfect for the job, but just don’t know that they’re perfect.

Talk to them about what their strengths and weaknesses are, and make sure they know you need a certain type of person who will be able to handle your current system/processes. They may seem like an excellent candidate if you can tweak some of their abilities!

On the other hand, if it is apparent that someone is not fit for this role, ask yourself whether you can offer them other positions within your business or recommend another position they might take – even if it’s outside of sales.

Once again, depending on their personality, skillset, and experience. It’s better to give someone a chance rather than letting him/her go in a negative manner.

Bonus Step – Develop a clear interview process

We got this question in Clubhouse often – you need to develop a clear interview process.

You will look through a bunch of resumes and select a handful that represents the most qualified applicants who would go through your interview process.

A clear interview process should include clearly designed interview questions about

personal background or professional history, interests, goals

years of experience in sales

Greatest weakness when it comes to selling?

Tell me about some difficult situations you’ve experienced in selling. How did you handle them?

Give them a sales assignment and find out how they would complete it.

Discuss their goals and how you can help them achieve those goals.

Summarize all information after this process and compare your notes to make sure that they are ideal for the job.

The result should be an offer letter, but before you send it out, ask yourself what you expect from your new salesperson.

Do you expect a high level of commitment to your company or do they have room for their own ideas in the business?

What is your approach with regard to culture and expectations?

The Outcome of Having a Clear Interview Process

Finally, after you have selected the candidates to hire, you have to think about how to offer a competitive salary and regular bonuses for achieving personal goals along with other intangibles like training programs and networking opportunities.

Offer an enticing package of these extras when you make the final decision so that candidates will be happy to work for your team.

Sometimes, it’s not only about compensation but also creating an atmosphere where people feel appreciated and valued for their efforts.

Even if they don’t seem like the ideal candidate, make an effort to get in contact with them anyway; it might be worth their while and they could have some useful insight – but only if you give them that chance.

Do not discriminate against any candidates!

You may think one person is better than another because of their gender or age, but there’s no real evidence to back this up.

Conclusion

Finding the perfect salesperson for your team can be a daunting task.

I hope that the above steps will help you find the right person for your business and avoid wasting time on unqualified candidates. The 10 qualities of a good salesman that are outlined in this article will also come in handy when interviewing prospects so you know what to look out for before they even walk through the door.

If all else fails or if you need extra assistance finding someone who is qualified, let me know to see if I can help. Our team would love to work with you one-on-one!

Some salespeople are natural, and some require training.

Either way, we’re here to help you get the best salesperson for your business.

This is not only to thank your customers, workers, or business associates but it also a great way to stay your business in a long run. There are so many companies that implement different types of incentives for purchasing their products and services or to reward their staff for working good. And one of the popular methods to attract more customers is travel incentives. There are recreation incentives that the company can benefit as in fact, it is way cheaper and in that case, they can buy it bulk or tour packages which are a much lesser price. Many believe that offering free gifts and other incentives is one of the best marketing strategies in today’s business environment and thus increase the revenue of the company.

The 2 types of incentives you can implement in your business: financial incentives or the monetary benefit where the increment in their salaries and promotions. And the non-financial incentives which include giving a certificate, discounts, free gifts and coupons.

Why is the incentive program important?

It is a great way for your employees to increase their work and productivity, keep them happy and motivated. Giving them free time rather than more pressure. And this making sure that these people will stick around and your business will go well.

These travel incentives were very unique, as it provides meaningful experiences where coworkers become a team, they get appreciated and this is way better than monetary benefit. Its been a proven motivator and serves a purpose.

A study shows that companies having an incentive program increase their sales by up to 25% compare to those that didn’t have. So it has a positive impact on business owners.

It doesn’t need to be a luxurious or perfect travel, but a real deal for the most desirable destinations. A local places like Las Vegas or Hawaii where everyone can enjoy tourist spots, beaches, casinos, art galleries and maybe eat some of their best steaks and get hot and steamy in a spa.

Keep in mind that this incentives program can stimulate the company and everyone can benefit. You can offer a travel incentive that combines 3-day 2-night vacations with several major hotels. An 8 days 7 nights vacations for a resort getaway. $1,000 grocery savings and $1,000 restaurant savings.

Give your customers and employees the gift of free travel and watch your sales increase. If you are thinking that having an incentives program for your company is expensive, well then think again.

Weddings have a lot of details around them and, because of that, it’s likely that you feel overwhelmed by the choices that you need to make. In many instances, you’ll want to go step-by-step to make sure that every area of need is sorted out properly.

So, what if you need wedding flowers in Noosa? How can you be sure to find the right options? And how do you hire a wedding florist that is going to do it right? Here are some of the things to look for.

Ask Friends and Family

Do you have friends and family that have recently tied the knot? If you liked their flower arrangements, then you may want to ask them who they used. That will give you a fairly solid place to start your search for wedding flowers in Noosa that you’ll love.

Look at Past Work

Once you figure out which wedding florists are in your local area, you need to be sure that you look around at the past work that they’ve done. Look at Facebook and Instagram and see if they’ve been tagged in any photos.

Many times, their past work gives you a good idea of their creative direction, which can help you with a lot of the choices that you are trying to work through. You can also see the quality of work they do, and see if it’s up to standards that you have in mind.

Find Someone Who Matches Your Aesthetic

Everyone has a different idea of what their wedding looks like and what sort of “feel” that they want it to have. And every florist is going to have a different path that they take when they’re going through their creative process.

As you look through their pictures, which we suggested above, you want to see if that style matches what you want your wedding to look like. If it seems like it’s too far off of the mark, but you like how they look, you may want to chat anyway (and see if they have multiple styles they use in their arranging).

Compare Costs to Your Budget

Lastly, you want to be sure that you look at the wedding flowers in Noosa that you want and make sure that your ideas and the florists’ execution match your budget. Flowers can easily be a large part of your wedding budget, so you need to be reasonable when you put together your final budget for them. Popular wedding florists often have a minimum spend, so before contacting your chosen florist check that your budget expectations exceed their minimum investment.

There are a lot of traits associated with a wedding florist, so you want to do your research and be sure that you have the resources you need from them. Look into the options you have and be sure that you’re going to be happy with the results. In the long run, things will go much more smoothly for you.